Structured interviews are the #1 predictor of job performance — more than twice as predictive as unstructured ones. The problem has been building them. Ratio fixes that.
When every interviewer asks different questions and scores on gut feel, you're measuring confidence and likability. Not capability. Not whether the person can actually do the job.
Structured interviews fix that.
Same skills. Same questions. Same rubric for every candidate. The result is more than twice as predictive as the unstructured alternative.
Most interviews are barely better than a coin flip at predicting success. Structure changes that, and Ratio builds that structure for you.
Unstructured
Mostly noise.
Almost random.
Structured
Real signal.
Predicts performance.
2.2x
more predictive than unstructured
The difference between gambling and knowing who will perform.
Sackett, Zhang, Berry & Lievens (2022), Journal of Applied Psychology
Each pillar addresses a different source of noise in the hiring process.
The result: The only thing that changes between candidates is their answers, not your questions.
Four dimensions that work together to separate real competency from a rehearsed answer.
Relevance
Did they name specifics? Real tools, actual numbers, a concrete situation. Not vague generalities.
Approach
Did they describe what they personally did? "I decided" and "I built," not "the team handled it."
Tension
Did they name what made it hard? The trade-off, the constraint, the thing that forced a tough call.
Evidence
Can they prove it worked? An outcome, a metric, a change that stuck.
Tension is what separates a senior hire from everyone else
A junior candidate says what they did. A mid-level candidate names the trade-off they faced. A senior candidate explains: “If I did X, this breaks, but if I did Y, that gets worse.” That conditional judgment is the hardest thing to fake, and it's exactly what Tension measures. Ratio calibrates these expectations automatically for every skill.
Different skills call for different question types. RATE scores them all the same way, so the recruiter never has to guess what “good” sounds like.
These are simplified examples. In practice, every Ratio question is tailored to the specific skills and seniority level of your role. No generic templates.
Three stages. AI builds the assessment. You make it yours.
Analyze
AI analyzes your job description and notes, then builds a list of weighted skills based on what actually matters for the role.
Output
Skill MapGenerate
For each skill, AI generates a question you can read aloud naturally. A tailored answer key helps you evaluate with confidence and consistency.
Output
Questions + RATE AnswersValidate
You have the option to edit questions, adjust skills, or create your own. Build your structured interview plan in minutes.
Output
Structured Interview PlanRATE pulls from three research-backed assessment methods and applies them in a way that works for recruiters, not just researchers.
Calibrates question difficulty. A beginner question tests recall. An expert question tests trade-off reasoning. RATE uses this to match question complexity to seniority.
The research behind behavioral questions. Past behavior predicts future performance. RATE uses this to structure questions that surface real experience, not rehearsed stories.
A method for evaluating how people think through problems. RATE uses this to score whether candidates identify root causes, weigh options, and verify results.
Structured interviews work. The challenge has been building them. Ratio turns your job into a complete interview plan in minutes, with tailored questions you can read naturally and rubrics that tell you exactly what to listen for.
We'll build an interview plan live so you can see exactly how Ratio works.
Structured interviews are the #1 predictor of job performance — 2.2x more predictive than unstructured ones. The hard part is building them. Ratio does that for you.
When every interviewer asks different questions and scores on gut feel, you're measuring confidence. Not capability.
Structured interviews fix that. Same skills, same questions, same rubric for every candidate.
The result: more than twice as predictive as unstructured interviews.
Four dimensions that work together to separate real competency from a rehearsed answer.
Every question type gets scored against the same four dimensions. The recruiter always knows what to listen for.
These are simplified examples. In practice, every Ratio question is tailored to the specific skills and seniority level of your role. No generic templates.
Structured interviews work. Ratio builds complete Interview Plans from your job description in minutes, with questions your team can read naturally and rubrics that show what “good” sounds like.
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